1. Presenter: Mr. Vergus W. Davis, Jr.
MCIPAC/MCB Camp S.D. Butler,
Equal Employment Opportunity

2. Diversity Why is it Important in todays work place?
Topics of Discussion:
Diversity
Why is it Important
in todays work place?
Intent:
The experts define diversity broadly. By including everybody as part of the diversity that should be valued, we recognize that all employees bring their differences, including group-identity differences, to the workplace. A broad definition moves diversity issues beyond an "us versus them" struggle to a focus on using diversity to accomplish both individual and organizational goals.
Major reason organizations strive to incorporate diversity is to improve productivity and to remain competitive.

3. What can be identified as Cultural Differences
Sexual Orientation
Race
Gender
Physical Qualities
Age
Ethnicity
Work Background
Income
Geographic Location
Parental Status
Marital Status
Education
Military Experience
Religious Beliefs
Other Example of Diversity
Individual (Primary)
Background (Secondary)
Age
Ethnic Background
Working as Group or Individual
Extrovert / Introvert
DICUSSION:
Name at least four cultural difference that you might see in this classroom?.... here are four examples of cultural differences (see slide).
Some of the key characteristics of workforce diversity includes race, ethnicity, gender, age, religion, ability, and sexual orientation.
Discussion: Why is diversity import and What does diversity bring to the workplace?
(the ability to manage diversity can bring “Different Perspectives, New Ideas & methods, Competitiveness, and shared values” to your organization).
The circle chart is used to illustrate example such as “not” all Asians’ are the same… individual’s background can change behavior and different beliefs, or the way we do things. 3

4. Understanding Cultural Differences
Dealing with Cultural Differences
Video
Looking at the current workforce - MLC/IHA, GS, NAF, and Military Personnel – which in it self is diverse;
And as supervisors, if you don’t try to understand each culture of your employees you can cause more damage to the organization by losing highly qualified employees to another organization, or even complaints against you and the organizations (it’s not always easy being a supervisor or managers, but understanding diversity and the cultures of your employees can make a difference in the way your employees performs and respects the workplace).

5. “You don't get harmony when everybody sings the same note”.
Managing Diversity
Positive Actions – Listen, Observe, Understand, Respect Cultural Differences.
Leads to – Motivation, Productivity, Utilize Talent, Winning Situation for
Both parties
Negative – Judge, Assume, Exclusion, Possible Disciplinary Action.
Leads to – Anxiety, Intimidations, Complaints Filed, Separation of Quality
employees.
(In the video there were illustrations of positive way to manage diversity)
Discuss Positive Ways Diversity was Managed…
As EEO I have encounter a few negative ways past supervisor handled diversity which led to complaints filed against the agency.
Discuss Bottom Line – in our career we will encounter various personalities, and employees from different culture (we may be one of those individual depending where you work) – we as supervisors need to respect, understand, and promote diversity in our workforce.
“You don't get harmony when everybody sings the same note”.
- Doug Floyd

6. QUESTIONS?

7. Presenter: Mr. Vergus Davis MCIPAC/MCB Camp S.D. Butler

8. Federal Laws Prohibiting Job Discrimination
TOPICS OF DISCUSSION
What is EEO?
Responsibility
Federal Laws Prohibiting Job Discrimination
Prevention of Sexual Harassment
Notification of Federal Employee Anti-Discrimination Retaliation (No FEAR) Act
The topics we will be discussing Today are (above).
Whether you are an employee, supervisor or manager it is in your best interest to know how to handle or stop discrimination, and sexual harassment… (You never know, one day you or your family member can be on the receiving end)… This is why it is important for you to understand and take as much information from this brief.
I strongly encourage all of you to ask questions… there are no stupid questions!

9. WHAT IS EEO?
Equal Employment Opportunity (EEO) is a federal policy to:
Eliminate Unlawful discrimination under Title VII (race, color, religion, sex, national origin, age, disability, reprisal for having prior EEO activity, and genetic background information “as amended”).
Equal Employment Opportunity is governed by law to eliminate workplace discrimination.
On 2 July 1964 “Civil Rights Act” was founded to prohibits employment discrimination, including harassment and hostility that stemmed from discrimination under title VII.
Throughout the years “Civil Rights Act” of 1964 continues to be amended, as the dominant law governing EEO.
Goals of Equal Employment Opportunity are to eliminate Discrimination & Sexual Harassment in the WORKPLACE, to provide fair opportunity to all employees - because the US GOV believes that everyone has the right to be treated fairly at work, and everyone deserves to feel comfortable and be treated in a professional manner. Employers are required to treat employees fairly on the basis of merit, ability, and potential in employment matters.

10. WHAT IS EEO? Equal “Employment” Opportunity (EEO)
Different from Equal Opportunity (EO)
Affects Workplace
Tangible Employment Action
Severity, repeat (includes Sexual Harassment)
Can anyone tell me the difference between and Equal Opportunity (EO) and Equal “Employment” Opportunity (EEO)?
EEO, the hint is in the second “E”…. the word “Employment”… Under EEO it identifies equal treatment in the line of work… What this means is, EEO law governs the act of discrimination which affects the employee’s work condition or atmosphere causing hostility, intimidation; and is disruptive to the workplace or work performance. In “most” cases the act of discrimination results in a tangible employment action.
- EO has jurisdiction over military personnel
(Scenario): Let’s discuss an situation and tell me if you think it falls under EEO:
Let’s say a person goes out in town (away from work), and they meet a co-work. After a few drinks the person says something or does something that can be perceived as sexual harassment or discriminatory.
Does this fall under EEO (Why? Or Why Not?)
ANSWER:
* Scenario –This could fall under both, a domestic matter and EEO depending on severity and frequency. (Reason) If the receiver of the sexual harassment, or discriminatory action feel so intimidated that they cannot face the individual or come to work it becomes an employment issue (and such off duty allegation should be supported with facts).

11. WHAT IS EEO? Eligible to file an EEO complaint:
All current employees, former employees, and applicants of MCIPAC Appropriated and Non-Appropriated fund.
Specifically allegations from any current employee, former employee, or applicant who believes they have been discriminated against based on race, color, religion, sex, national origin, age, disability, genetic background information, or in reprisal for prior involvement (includes a complaint, witness, RMO, EEO contact, or a specific group).
All U.S. Appropriate & Non-Appropriated Fund employees; former employees; and applicant for position under may file a discriminatory or sexual harassment complaint through the MCIPAC EEO Office.

12. WHAT IS EEO? Not Eligible to file an EEO complaint:
With few exceptions, DON contractors, their employees, and applicants for employment with contractors (Reference DON Discrimination Manual CHRM 1614, Appendix D to determine coverage) * “Refer all cases involving contractors to the EEO office to determine eligibility”
Active duty military members.
Foreign nationals outside of the United States.
Complaints over matters not within the control of DON. The aggrieved employee, former employee, or applicant shall be advised of the appropriate agency from which to seek assistance. (outside the servicing population).
The following are not eligible to file through the EEO process:
Contractor (are viewed case-by-case) depending on the position control, supervisory aspect, and the contract agreement.
Military personnel typically reports through their EO process (unless it involves a civilian employee).
Foreign National outside the U.S. will utilize their local HR process, union, or local court and judicial systems.
Applicant will file with the Agency where the position exists and is serviced, or where the Agency has position control.

13. WHAT IS EEO? EEO Filing Two Stages in filing EEO
Pre-complaint state (Gather Factual information & Attempt Resolution)
Formal EEO Stage (IRD, EEOC AJ/Secretary of Navy)
The first stage in filing is the Initial complaint (or pre-complaint) stage. At this stage the assigned EEO counselor will interview and obtain as much factual information and attempt resolution whenever possible.
If the complaint is not resolved at the pre-complaint stage, the complainant can then file at the Formal EEO stage, which an outside Investigator (IRD) attempt resolution, and places parties under oath when conducting interviews. If complaint is not resolved by IRD, the individual will be provided the option for a hearing through EEO Commission AJ to review the EEO case or the Secretary of Navy to review the EEO case without a hearing.

14. WHAT IS EEO? Important Timelines
A claim must be brought to the attention of the EEO office, or the EEO counselor within 45 calendar days of the discriminatory event (this includes 45 days from the effective date of the personnel action, or when the aggrieved first became aware of the discriminatory event). Typically time limit is not triggered until the complainant has reason to suspect discrimination.
Timeline to file an EEO complaint shall be with 45 calendar days of when the incident occurred; or the individual first became aware of the discriminatory event.

15. WHAT IS EEO? Important Timelines
EEO Counseling Period Typically 30 calendar days
EEO Counselor are Neutral!! “Not” an advocate of either the aggrieved or management.
Formal EEO must be filed 15 Calendar days after the assigned EEO counselor provides the aggrieved a letter of right to file formal (known as a final interview).
The EEO counselor has 30 calendar days to complete their fact-finding and attempt resolution. However, the counselor may request an extension of the counseling period for an additional 60 days from the aggrieved.
EEO counselors do not represent the complainant or the supervisor. Their job is to gather facts and attempt resolution at the lowest level. ** The aggrieved may obtain or designate a representative (outside the EEO office). Typically the Base Legal Counsel automatically represents management at the formal complaint process (not the initial or pre-complaint process, unless a settlement agreement is in place).
The Aggrieved has 15 calendar days from when they receive notice in writing of their right to file a Formal EEO complaint.

16. Other Avenue of Redress
WHAT IS EEO?
Other Avenue of Redress
Chain of Command
 HRO EMR Grievance
 Inspector General Office (FWA)
 Equal Employment Opportunity Office
(Discrimination under Title VII)
 Union (Unfair Labor Practice or Administrative Grievance)
Office of Special Counsel
(Merit Principles & Prohibit Personnel Action)
Utilize your chain of command to seek possible resolution
EMR covers workplace disagreements, grievances, or unfair employment practices.
IG office covers FWA and Violation of Law, Rule or Regulation Substantial and specific danger to public health or safety and;
-Gross Waste of Funds, which is more than a debatable expenditure.
-Gross Mismanagement actions that create a risk of significant adverse impact on the accomplishment of an Agency’s mission.
-Abuse of Authority that is a deliberate and subjective use of power, or authority for personal gain, or that injures another.
-Violation of Whistleblower protection - covers retaliation against an employee or applicant for making a protected disclosure. (File via OSC)
EEO –
Union (if applicable under MLA and geographic location)
Office of Special Counsel – (Applicable to appropriated fund employees)

17. RESPONSIBILITY Everyone’s responsibility:
Attempt resolution at every stage
Everyone who is employed and paid by this Agency has a responsibility to follow this Agency’s (EEO) policies, and conduct themselves in a professional manner.
Key is to resolve any/all complaint at lowest level possible (every level in the complaint stage).
Employees, Supervisors, Managers have a shared responsibility to maintaining a workplace that is free from discrimination and sexual harassment; and communicate clearly to remove any perception of discrimination, and sexual harassment. It is important that information report is based on the facts (not just allegations).
Being overseas everyone should conduct themselves in a professional and respectful manner, we are representatives of the United States, and the United States Marine Corps; Keep in mind that your action reflects on you and who & what you represent. “People see you through your actions”.
(Can be used as an example): “Has anyone ever experienced or witnessed a rude person? And if we don’t know the rude and inconsiderate person we sometimes tend to associate the individual with their appearance, culture, where they work, or where they are from; that’s how we sometimes build a stereo type of people, cultures, countries, or what they represent….

18. RESPONSIBILITY Employees:
Report any events of discrimination or sexual harassment that affect the workplace to the supervisor, and the EEO office.
Maintaining a workplace that is free from discrimination and sexual harassment, and report incidents of sexual harassment & discrimination.
If you encounter discrimination under title VII, or sexual harassment be sure to report it… Each employee has a responsibility to conduct and perform their duties in a professional manner, and avoid perception of any wrong doing.

19. RESPONSIBILITY Supervisor:
Take appropriate action (counseling and/or disciplinary shall be processed based on factual information)
Ways to prevent / avoid allegations
Clear Communication
- Clarify and confirm allegations
When discrimination or sexual harassment is reported, the supervisor is responsible to ensure that such conduct stops, and document factual information based on the allegations. If the supervisor decides to ignore the incident and it escalates, the supervisor can be held accountable for the outcome.
The supervisors shall look into the allegations and obtain factual documentation. If warrant, the supervisor should take prompt and immediate disciplinary action supported by the documented facts (not rumors or allegations). It is recommended to contact your HRO, Employee Relations section for appropriate types of action, and report the incident to the EEO office.
Supervisor shall document to justify all action (disciplinary or adverse); Actions shall not be withdrawn, or initiated on the sole reason that an employee filed an EEO complaint.
The filing of an EEO complaint “alone” does not constitute withdrawal or initiating of any disciplinary or adverse action.
Action can be anything from verbal counseling to removal – and action shall be based on behavior and conduct in the workplace
(Example – of Grounds for Remove - Past EEO Case removal for inappropriate use of computer & Sexual Harassment)

20. RESPONSIBILITY Management:
A major responsibility for managers is to support and enforce rules governing EEO throughout the workforce and that it shall be assessed annually with the cycle performance.
Are expected to enforce and adhere to rules governing EEO and Prevention of Sexual Harassment. It is required by Department of Navy that EEO is incorporated in to supervisor’s and manager’s performance rating.
(What this means is EEO policies are followed and the supervisors and managers should lead by example).

21. Maintain a professional work environment
RESPONSIBILITY
Check Yourself:
Ensure actions are free from discriminatory motives (take self-analysis)
Maintain a professional work environment
Monitor conduct of peers (Others action can make you part of their problem).
Respect others (as you, family members, or your loves should be respected) .
Clear communication.
Document, Document, Document!
Ensure actions are free from discriminatory motives (take self-analysis)
Maintain a professional work environment
Monitor conduct of peers (Others action can make you part of their problem).
Respect others (as you, family members, or your loves should be respected) .
Clear communication.
Document, Document, Document!

22. FEDERAL LAWS PROHIBITING JOB DESCRIMINATION
EEO LAWS & STATUES
Let’s talk about laws governing EEO under title VII
FEDERAL LAWS PROHIBITING JOB DESCRIMINATION

23. PROHIBITING JOB DESCRIMINATION
FEDERAL LAWS
PROHIBITING JOB DESCRIMINATION
Title VII of the Civil Rights Act of 1964 as Amended
Equal Pay Act of 1963 (EPA)
Age Discrimination in Employment Act of 1967 (ADEA)
Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA)
Sections 501 and 505 of the Rehabilitation Act of 1973
Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)
Civil Rights Act of 1991
The following are the laws that prohibits “Job” discrimination.
Title VII of the Civil Rights Act of 1964 (as Amended), prohibits employment discrimination based on race, color, religion, sex, or national origin;
Equal Pay Act of 1963 (EPA) protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;
Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government;
Genetic Information Nondiscrimination Act (GINA) of 2008, enacted May 21, 2008; Title II of GINA prohibits employers from using individuals' genetic information when making hiring, firing, job placement, or promotion decisions
Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.

24. PROHIBITING JOB DESCRIMINATION
FEDERAL LAWS
PROHIBITING JOB DESCRIMINATION
Title VII of the Civil Rights Act (as amended) prohibits employment discrimination on the basis of:
RACE
COLOR
RELIGION
SEX
NATIONAL ORIGIN
REPRISAL
The Act was passed in 1964, amended in 1972 to include federal employees in the executive branch.
Civil Rights Act of 1964 continues to be amended as the primary law that governs employment discrimination. This act initially covered the basis of Race, Color Religion, Sex National Origin Reprisal and later Age, Disability, GINA was amended into this act.
The Civil Rights Act of 1964 was included into the federal sector in 1972.

25. PROHIBITING JOB DESCRIMINATION
FEDERAL LAWS
PROHIBITING JOB DESCRIMINATION
The Equal Pay Act of 1963 (EPA):
The Equal Pay Act of 1963 (EPA) protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.
Age Discrimination in Employment Act of 1967 (ADEA):
The Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older.
The Equal Pay Act of 1963, was put into place to provide fair and equal “level” of pay for performing the same duties.
Prior to the implementation of this law, women performing the same work as men were usually paid less… This was identified as discrimination and the same law was amended into title VII as sex based discrimination.
Age discrimination was amended into CRA of 1964, initially the protected age group was between 40 to 70, and has expanded to 40 and above (no cap). People were treated differently as the neared the age of retirement.

26. PROHIBITING JOB DESCRIMINATION
FEDERAL LAWS
PROHIBITING JOB DESCRIMINATION
Title I and Title V of the Americans with Disabilities Act of 1990:
The Americans with Disabilities Act (ADA) of 1990, as amended prohibits employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments.
The rehab act of 1973 protects individuals with disability from employment discrimination in the federal government, and later in 1990 the law was amended to include the private sector.
The law coincided with veteran of foreign wars…Serving our country and receiving honorable discharges as disabled veterans…returning and unable to seek employment due to their disability (although they were capable of performing duties).
When this was introduced to the private sector in 1990, reasonable accommodation was also included (this means an individual was capable of performing duties through assistance of tool to accommodate; such as hearing aid for the hearing impaired, for Braille for the blind…)
Both Rehab act and Title I & V of ADA of 1990 where amended into the protected group as disability under Title VII of the civil rights act of 1964
Rehabilitation Act of 1973, Sections 501 and 505:
The Rehabilitation Act of 1973 prohibit discrimination against qualified individuals with disabilities who work in the federal government.

27. PROHIBITING JOB DESCRIMINATION
FEDERAL LAWS
PROHIBITING JOB DESCRIMINATION
Genetic Information Nondiscrimination Act of 2008 (GINA):
Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employment discrimination based on genetic information about an applicant, employee, or former employee.
The Civil Rights Act of 1991:
The Civil Rights Act of 1991 provided for the right to trial by jury on discrimination claims and introduced the possibility of emotional distress damages, while limiting the amount that a jury could award.
The most recent amendment to Civil Rights act of 1964 is the Genetic Information Non-discrimination Act (GINA) of 2008 prohibits discrimination against and individual based on their medical/genetic information.
Example; if a position requires review of the individual medical history and the medical information reveals Alzheimer’s disease, or a disorder that can be passed down through generation and the individual is not provided a fair opportunity because what his genetic information revealed.
GINA is the most recent act to be amended under Title VII of the Civil Right Act of 1964.

28. PROHIBITING JOB DESCRIMINATION
FEDERAL LAWS
PROHIBITING JOB DESCRIMINATION
The nine factors protected by EEO law on the basis of
Title VII (under the Civil Rights Act as amended):
RACE
COLOR
RELIGION
SEX
NATIONAL ORIGIN
AGE
DISABILITY
GENETICS
REPRISAL
The following are the laws covered under Title VII of the Civil Rights Act as “amended” which prohibits employment discrimination in the federal sector.

29. PROHIBITING JOB DESCRIMINATION
FEDERAL LAWS
PROHIBITING JOB DESCRIMINATION
Define the nine protected EEO Classes covered under Title VII:
1. COLOR: Separate identifiable type of discrimination due to skin color
2. NATIONAL ORIGIN: An individual’s or their ancestor’s country of origin; Possessing the physical, cultural or linguistic characteristics of a particular national origin group
3. SEX: An individual’s gender; Sexual harassment focuses on the sexuality of another person (Covers Pregnancy, not Sex Orientation)
4. AGE: Individual 40 years of age or older
Now that we identified the nine classes protected under EEO, let review the definition.
(Self explanatory)

30. PROHIBITING JOB DESCRIMINATION
FEDERAL LAWS
PROHIBITING JOB DESCRIMINATION
Define the nine protected EEO Classes covered under Title VII (CONT):
5. RACE: Class or group with common characteristics, interests, appearance, or culture derived from a common ancestors.
Basic categories of race are:
American Indian/Alaskan Natives
Asian/Hawaiian/Pacific Islanders
Hispanic
Black
White
(Note: A person can be more than one race).
6. RELIGION: Adverse treatment due to religious beliefs which can be traditional, non-traditional, or non-belief.
Definition of Race, this can be more than one race.
Example White Hispanic, Black Hispanic, etc.

31. PROHIBITING JOB DESCRIMINATION
FEDERAL LAWS
PROHIBITING JOB DESCRIMINATION
Define the nine protected EEO Classes covered under Title VII (CONT):
7. DISABLED PERSON: An individual who has a physical or mental impairment that substantially limits one or more major life activities or is regarded as having such impairment.
8. GENETICS: An individual’s genetic tests and the genetic tests of an individual’s family members, as well as information about any disease, disorder, or condition of an individual’s family medical history (Family medical history is included in the definition of genetic information because it is often used to determine whether someone has an increased risk of getting a disease, disorder, or condition in the future).
9. REPRISAL: Act(s) which penalizes a person in the work environment for engaging in protected civil rights activity or for opposing practices made unlawful by discrimination laws
(Self explanatory)

32. PREVENTION OF SEXUAL HARASSMENT POSH
(BREAK / MOVIE)

33. PREVENTION OF SEXUAL HARASSMENT
Sexual Harassment is:
A form of Sex Discrimination
Violation of federal law
Sexual Harassment is a form of discrimination and is a violation of federal law.
Department of Navy has a zero tolerance policy on Sexual Harassment.
Sexual harassment is a conduct issue – meaning disciplinary action up to removal can be taken against the offender if the actions are proven…
ZERO TOLERANCE POLICY
4/16/2017

34. PREVENTION OF SEXUAL HARASSMENT
Sexual Harassment is conduct that is:
Unwelcome
Sexual in Nature
Occur/Impact the Work Environment
Sexual Harassment is usually:
Unwelcomed
Sexual in Nature (which can be verbal, visual, physical),
and affects the work or disruptive to the environment, and the individual.
**(let’s talk about a few scenario involving the affects work environment).
4/16/2017

35. PREVENTION OF SEXUAL HARASSMENT
Forms of Sexual Harassment
Verbal
Sexual comments, teasing, joking
Non-Verbal
Gestures, Photos, Gifts, Letters
Physical
Touching, Cornering, Brushing up
Third Party Harassment
Indirect conduct that is offensive
Forms of Sexual Harassment
Verbal
Sexual comments, teasing, joking
Non-Verbal
Gestures, Photos, Gifts, Letters
Physical
Touching, Cornering, Brushing up
Third Party Harassment
Indirect conduct that is offensive
4/16/2017

36. What Should You Do? If Discrimination or Sexual Harassment occurs:
PREVENTION OF SEXUAL HARASSMENT
What Should You Do? If Discrimination or Sexual Harassment occurs:
Respond: If you are offended, tell the person directly.
Record: Keep records of dates, times, places, witnesses, what was said/done and how it made you feel.
Report to your supervisor or EEO office.
Sexual Harassment violations are based primarily on the perception of the victim – NOT the intention of the accused.
It’s how one receives your action – as previously mention, clear communication is important.
It is important that you RESPOND to the situation, RECORD the incidents, REPORT it to your supervisor and the EEO office.
4/16/2017

37. PREVENTION OF SEXUAL HARASSMENT
What Should You Do? If Discrimination or Sexual Harassment occurs:
Be sensitive and respectful to others.
Act and dress professionally.
Don’t discriminate.
Refrain from conduct that is sexual in nature.
At the workplace, you should always:
Be respectful and sensitive to others (this includes understanding and respecting cultural differences)
Appropriate work attire, and conduct yourself as professionals
Don’t discriminate
And when on “duty” or in your workplace, reframe from actions, or language that is sexual in nature.
4/16/2017

38. “No basis under Title VII is dismissible in the formal EEO Process”
Sexual Orientation:
Sexual orientation claims are not yet officially allowed but if based on gender stereotyping theory they may be covered under Title VII. Complainants raising sexual orientation claims should be advised they may pursue their complaint under BOTH the Title VII process and the agency's process established specifically for these types of cases under Executive Order 11478, as amended by Executive Orders and 13087
Employees may seek help under the following:
Merit Systems Protection Board
Office of Special Counsel
Negotiated Grievance Procedures
Agency Grievance Procedures
“No basis under Title VII is dismissible in the formal EEO Process” 38

39. No FEAR Act 2004 39

40. No FEAR Act: Notification and Federal Employee Anti-Discrimination and Retaliation Act of 2002
The Act requires that “Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws.” 40

41. Three Title under No Fear Act:
No AR Act Cont:
The Act also requires that the DON inform current employees, former employees, and applicants for employment of the rights and protections available under federal anti-discrimination, whistleblower protection, and retaliation laws.
Three Title under No Fear Act:
Title I General Provisions: Allows agencies to take disciplinary action
Title II Federal Employee Discrimination and Retaliation: Repayment and reimbursement from the Agency
Title III EEO Complaint Data Disclosure Posting of the Agency EEO complaints data 41

42. MOVIE TIME

43. MCIPAC EEO Office Contact Information
EEO Office
Camp Foster, Bldg. 495, 2nd Floor
 If you or someone you know has been a victim of discrimination or sexual harassment, you can receive help by contacting the
MCIPAC EEO office, Your HRO, or an EEO counsellor

44. QUESTION? 44